PAD214 INTRODUCTION TO PUBLIC PERSONNEL ADMINISTRATION

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					     PAD214
PUBLIC PERSONNEL
 ADMINISTRATION

        LESSON 1
 INTRODUCTION TO PUBLIC
PERSONNEL ADMINISTRATION
     SCOPE OF THE LECTURE

This lesson explains the general principles
 of public personnel administration. The
 major concern of this lecture is student
 should be able to understand personnel
 administration as part of organizational
  management that deals with people.
    OBJECTIVES OF THIS LECTURE
Upon completing this lecture student should be
  able to:-
• Define the concept of public personnel
  administration (PPA).
• Describe the objectives and importance of PPA
• Describe the major functions of PPA
• Describe the roles of PPA Manager
• Describe the challenges of PPA
• Describe the organizations of PPA (PSD)
                DEFINITION
• Personnel administration is an art of managing
  people or human resources who work for the
  organization.
• Public Personnel Administration (PPA) is a
  branch of human resource management that
  is concerned with the acquisition,
  development, utilization and compensation of
  a public organization’s workforce.
       THE IMPORTANCE OF PPA
• Public personnel administration is an important
  element of government administrative systems. The
  effective conduct of the work of government depends
  upon the people work and how this people are being
  administered.
• The main purpose of PPA is to ensure public
  organization has enough and competence staff to
  perform the tasks of the particular organization.
• The concern of public personnel administration is to
  improve the productive contribution of the public
  servants and to ensure that all government employees
  are treated well according to the HRM principles.
         THE OBJECTIVES OF PPA
• Societal objective - to be socially responsible to the
  need and challenges of society.
• Organizational objective – to recognize that
  personnel administration exists to contribute to
  organizational effectiveness.
• Functional objective – to maintain the personnel
  admin contribution at a level appropriate with
  organisation’s needed.
• Personal objective – to assist employees in achieving
  their personal goals.
            THE FUNCTIONS OF PPA
• Planning for organisation, jobs and people
 The strategic management of human resources
 Human Resources Planning
• Acquiring human resources
 Recruiting applicant
 Selecting candidates
 Placement of staff
• Staff and organizational performance
 Employee orientation
 Employee training and development
• Rewarding employee
 Performance appraisal
 Compensation
 Employee benefits
• Maintaining employer and employee relation
• Industrial relation
• Trade union
              PPA MANAGER
• Personnel manager is the individual who
  normally acts in advisory or staff capacity,
  working with other managers regarding
  human resource administration matters.
• The PPA manager is primarily responsible for
  conducting the administration of personnel to
  help the public organization achieve its goals.
    THE ROLES OF PPA MANAGER
• Service functions – serving and assisting line managers
  in promoting staff e.g recruiting staff, organizing
  training and organizing motivation program.
• Coordinative functions – coordinating personnel
  activities to ensure that HR objectives, policies and
  procedures are consistently carried out by line
  manager across the organization. e.g compensation
  policy, health and safety policy.
• Advisory function – offering expert advice on
  personnel policy e.g promotion and career prospects.
• Control function – analyzing key operational areas such
  as labour turnover, wage , discipline.
                             PPA Challenges
External factors – factors outside its boundaries that affect a firm’s human resources
• National policy e.g: unemployment policy
• Employment legislation e.g act and regulations
• Changes in technology and skills required
• Personnel movement
• National economic scale / productivity
• Income and compensation policy
• Employee and employer relation
• Labour market

Internal factors – factors inside a firm’s boundaries that affects its human resources
• Organizational culture/policy
• Organizational strategic objective
• Organizational performance
• Trade union policy in the organization
• Employment planning
PUBLIC SERVICE DEPARTMENT
           (JPA)
  http://www.jpa.gov.my/
Being a public sector agency
personnel in the provision of high-
performance human resources
capable of providing excellent service
through policy formulation and
management of human resources for
Public Service in Malaysia.
                  MISSION
Be the principal adviser to the Government in the
 personnel affairs of the Public Service ;
Formulate Civil Service personnel policies including
 recruitment , placement , promotion , training ,
 salaries , allowances , facilities , benefits and
 accident compensation , work environment,
 motivation , incentives and awards ;
Plan manpower requirements of Public Service
 Quality ;
To determine the optimal structure and size , and
Manage the relationship of employers and
 employees towards creating a harmonious
 environment .
           FUNCTIONS
The functions of PSD as Public Sector
Human Resource Management
agency covers all aspects of planning,
management and development of
human capital for all government
operational agencies.
              TUTORIAL
1.   Explain the importance of PPA
2.   Describe the functions of PPA
3.   Describe the roles of PPA Manager
4.   Describe the challenges of PPA
5.   Describe PSD as an agency of PPA
    THAT ALL FOR TODAY

SEE YOU AGAIN NEXT LECTURE

       LESSON 2
HUMAN RESOURCE PLANNING

				
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